IBM watsonx Orchestrate vs. Brassring

For starters, most enterprise-grade organizations and Customers struggle to align their current IT estate and landscape with fast-moving, agile, AI-driven automation and development initiatives. All tooling, governance, structure, and frameworks available to support and facilitate the incorporation of this new but still cross-system technology layer are essential to minimize the risks of data leaks, unauthorized access, unbridled token consumption, and other issues. For some businesses and organizations with a handful of systems or a smaller footprint, the platform could be a bit too complex.

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Kenexa is is well suited for any organization that has more than 3000 employees globally. I would not recommend this to startups or a growing organization with less than 3000 employees. But once you cross this number, Kenexa becomes useful and is a brilliant tool for global operations - recruiting. I would recommend this tool to any organization that has offices in many countries/geographies as well.

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• New and improved natural language processing yielding better results helps the assistants understand the intention behind the query.
• Preserves context of communication, allowing the customers to establish inquiries on the website and continue on the mobile app without having extra informational input.
• Intelligent conversations mean that complex paths that are branched based on the user's inputs allow for a much more natural flow of the conversation than fixed scripts.

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• Kenexa allows Boolean key word search within a particular requisition so it makes sifting through a high number of applicants manageable and effective
• Kenexa can be tailored to meet individual business needs. During the time we’ve had Kenexa here I’ve used it in support of a few different business segments and for each the way the system was used to “position” candidate statuses have varied based on the individual need of the business. One example is when interviewing a high volume of applicants internationally, we were able to send qualified applicants through to the “event manager” and it would enable the candidate to select his/her interview date/time based on previously submitted options inputted by our Kenexa users.
• Kenexa allows one to customize and score questions for each open requisition that applicants complete as they apply. The system then sorts applicants according to the score of candidate answers allowing for easy sorting of top qualified candidates.

• I think that it needs to be able to integrate better with the knowledge catalogs. It currently provides a default database, which isn't quite large enough for enterprise use. We can connect that then to an external source, but it'd be nice if we could able just to instantiate one straight away.

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• BrassRing's application system for candidates is prone to freezing and crashing in the middle of the application causing potential candidates to lose all progress. I filled out the application myself and witnessed these issues first hand, on top of several complaints I received via phone and email from candidates attempting to apply via the BrassRing service. Also, the Parsing system within the application is not capable of pulling any meaningful information out of text documents.
• Each user must be added to each job in order for that job, and the candidates in it, to show up in relevant searches. This becomes a problem when a new team member joins the account and needs access to all of the previous openings just so that they can find candidates already in the system. The account I was working on involved literally hundreds of new openings a month, meaning that any movement of personnel on or off the account would mean having to update potentially thousands of old positions just to allow them to be able to mine the ATS for candidates. I don't see any particular reason why someone with access to the system should have to be given access to each individual job. If a particular position needs to be kept confidential for whatever reason then that individual position should be able to be set to only show to authorized recruiters. The rest of the positions should automatically be searchable by anyone with appropriate access to the ATS to allow for basic level candidate mining and movement.

Currently we are using to develop chatbots based on client provided flow what kind chatbot required for client either button or free text chatbots. we will decided accordingly flow and develop chatbot using IBM Watson. We will integrated custom components if required which is not present in library. Action flow and dialog flow we are currently in chatbot.

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I am confident that the Kenexa product will continue to evolve to meet the needs of our business in an ever changing work environment. The affiliation with IBM also plays a factor as we have a long standing successful relationship with IBM products. We will be looking to integrate other Kenexa products in the near future to streamline our HR processes.

With the growing use of AI and chatbots, it's very easy to use, and the conversational language makes it easier than keyword searches in a document. The contextual language processing is impressive. It's easy to integrate into our internal portal. The use of this tool would depend on each company's security and data sensitivity.

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I feel like I am pretty decent with computers and systems. It was fairly easy to use it after about a week or two . But I have seen people struggle with it as well as some people not use it at all. It can be slow at times and not work at times. But Its a fine system.

To develop chatbots based on client provided flow what kind chatbot required for client either button or free text chatbots. we will decided accordingly flow and develop chatbot using IBM Watson. We will integrated custom components if required which is not present in library. IBM Watson library anyone can easily learn and develop chatbots.

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Just slow for what we are doing here

We've rarely had to engage support, but they've always been prompt in responding and very attentive. Support experiences have been extremely positive (but we're mostly happy that we just don't have any cause to routinely need support in the first place!).

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It is a very basic system. It may be OK for entry level positions only. The practice of removing CVs while the recruitment process is ON is disturbing and there is no one to explain or to inform why it is being done. Even a routine mail is not sent to the client/consultant. I am surprised how this system is continuing without too many complaints.

Excellent course material.

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Overall the implementation was simple.

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We purchased an out of the box solution and that worked well for us.

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Strong ITSM and HR workflow automation with governance, ServiceNow excels in IT/HR but lacks flexibility for cross-departmental use cases such as demand planning, finance close, or procurement analytics. Orchestrate supports a broader set of enterprise functions beyond IT service automation. So, watsonx is a better approach than any other available tool in the market as of now, based on the use cases I've encountered and my efforts to understand the essence of the service.

SF ATS was not available at the time and Taleo was thought to be too expensive. In retrospect, given the amount of customization and leveraging of other vendor technology for things like analytics I suspect any cost advantage we realized evaporated

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From past 3+ years I am using IBM Watson in our current project easily can implement and manage and monitor user how their using. Is there and update also just update dialog is just enough to change no need to touch any other templates. Multiple language will support, and action and dialog speak recognize chatbot we can create as per client requirement. Overall, as of now good experience with IBM Watson.

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• As a very small team WxO give us more time back and handles manual tasks.
• WxO helps us reduce manual errors (and the time it takes to find and resolve.)
• WxO, as a task scheduler and reminder system, helps us not forget certain key events with time-dependent requirements.

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• Kenexa has assisted us in identifying top talent within our target market of applicants.
• Kenexa may exclude potentially good associates that don't test well.
• Kenexa clearly defines specific categories and general notes for training, development, & coaching of associates on areas of opportunity.

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